Q&A: Striking a Balance: Health and Work in Harmony by Simrun Chopra

Q: What led you to your current position, and what has been the journey that brought you here?

I believe my journey demonstrates how social media can sometimes mislead. Originally, I focused on business strategy and earned an MBA. I gained experience running teams, even introducing gelato to India in my first job.

However, it was my personal health struggles, like PCOS and postpartum depression, that really changed my path.

After collapsing multiple times due to health issues, including being hospitalized, I realized there weren't enough good solutions for women like me. That's when I decided to focus on health and fitness. I wanted to create a trustworthy source of nutritional advice for Indian women.

Starting slowly, I built my brand on social media. Unlike many influencers, I didn't transition directly from being popular online to starting a business. I took my time and gradually built up my team, as we had limited resources.

My background in business and my experiences in both big companies and startups helped me create an environment where people feel valued. This journey has been about merging my business skills with my passion for helping others live healthier lives through online content.

Q: What is Deep Health?

Deep Health refers to 7 ways we can be "healthy." Not just physically, but in every part of our lives. They are:

• Relational Health: It's about the quality of the interactions and relationships with others.

• Physical Health: Refers to our body's condition and how we maintain it through activities like exercise and proper nutrition.

• Emotional Health: This is about handling and expressing our emotions in a healthy way.

• Environmental Health: It relates to the health of the living space and the environment around us.

• Mental Health: It's all about our thinking, learning, and problem-solving abilities.

• Sexual Health: This is about having a healthy approach to sexuality and intimate relationships.

• Existential Health: It means having a sense of purpose or meaning in our lives.

All these elements together make up what's called "Deep Health," providing a comprehensive view of health that goes beyond just the physical aspect. We've used this now with over 30000 people and seen results that go beyond a 3 month fitness challenge!

Q: What important things did you learn about managing teams at your previous jobs that now help you create content?

I focus on creating content for women, taking into account that they have different lifestyles—some work, some don't.

Being an entrepreneur, I've learned a lot from seeing how women work, whether they're employees or running their own businesses. I've noticed how things like travel and marriage can affect their health.

By talking to many people, especially the women on my team, I've realized that everyone's situation is unique and affects their well-being. This helps me make content that speaks to different groups of women, like those in big companies versus small ones.

My experiences have shown me the real challenges people face in their lives, which often get ignored. Whether it's dealing with the rules and pressures of a big company or the different culture of a small business, each situation has its own set of problems.

This has inspired me to talk about issues that many people go through but don't always get talked about.

Q: How does stress affect women's health differently from men's? Why is it important to discuss fitness in the workplace, particularly tailored to women?

When we talk about health, we're not just talking about our bodies being strong or not feeling sad. Health means feeling good in all parts of our lives.

• Comprehensive Well-being: Health encompasses physical, mental, emotional, and environmental aspects, reflecting overall wellness and satisfaction in life.

• Impact of Social and Environmental Factors: Factors like job satisfaction, relationship quality, and living conditions significantly influence one's health. Even if you are physically fit, stress from work or unsafe environments can detrimentally affect your health.

• Gender-specific Challenges: Women often face additional stressors when balancing work and family responsibilities. Issues like pregnancy-related discomfort or menstrual pain are commonly overlooked but can profoundly impact women's well-being.

Especially for women, there are extra things to think about. Many women have to work and take care of their families, which can be really stressful. Sometimes, things like feeling sick during pregnancy or having bad cramps during periods are seen as normal, but they can make life hard for women.

To make things better, workplaces should be supportive. We can have rules to help people feel comfortable and safe and give them time to relax and have fun. Encouraging healthy habits like exercise and having clubs or groups can also make a big difference.

By understanding and helping with the different challenges people face, especially women, workplaces can become happier and healthier for everyone.

Q: How do you balance measurable metrics like salary increases with observable metrics like happiness when considering a job switch or other decisions?

Within our training program, we have a case study that dives into a common dilemma many individuals encounter: deciding between a higher-paying job located farther from home or a lower-paying one closer to home.

This scenario prompts participants to consider various factors, such as family obligations and commute time, encouraging them to carefully weigh their options.

In our observations, individuals tend to prioritize aspects that enhance their overall quality of life over purely financial considerations when making decisions.

It's crucial to acknowledge that the nature of the job role and the individual's particular preferences and circumstances both have an impact on the decision-making process.

• Consideration of Work Environment: Roles requiring close collaboration may necessitate a physical workspace, whereas those emphasizing independent work may be more conducive to remote setups.

• Flexibility in Work Arrangements: People who have family responsibilities or who prefer a more flexible and creative work environment are increasingly appreciative of the ability to work from home.

Moreover, our experiences highlight the significance of creating a supportive and flexible work culture to promote employee satisfaction and productivity.

Providing managers with training in empathy and effective team management equips them to make informed decisions that prioritize employee well-being.

Ultimately, cultivating positive human relationships within the workplace and empowering managers to prioritize employee satisfaction can significantly impact retention rates and contribute to overall organizational success.

Q: How do you help managers grow and find leadership roles that benefit everyone in the organization, while making sure it's a win-win situation?

Leadership is more than just managing tasks; it's about understanding and supporting individuals as a whole. Effective leaders need to be empathetic, supportive, and make decisions that prioritize long-term well-being over short-term gains.

Key Skills for Leaders:

• Emotional Intelligence: The ability to recognize and manage one's own emotions and the emotions of others is crucial for effective leadership.

• Innovation and Creativity: Encouraging innovation and creativity within teams can lead to new ideas, products, and services, keeping the organization competitive

• Agility and Adaptability: Leaders must be able to adapt to change and stay at the cutting edge, whether it's due to market shifts, technological advancements, or changes in the business environment

In leadership training, it's crucial to teach these key skills. This means incorporating elements of psychology, behavioural science, and management into the curriculum, moving beyond purely managerial perspectives.

Leaders must grasp that managing people isn't just about directing tasks but nurturing individuals to help them grow and thrive. This includes:

• Empowering Team Members: Encouraging autonomy and providing opportunities for growth.

• Fostering a Culture of Feedback: Creating an environment where feedback is welcomed and acted upon.

• Promoting Work-Life Balance: Recognizing the importance of personal well-being in overall performance.

Moreover, leadership involves building meaningful relationships that inspire growth and self-improvement. Effective leaders empower their team members, recognizing that personal growth leads to improved performance.

So, leadership training should equip leaders with the skills to manage people in a way that promotes growth, fosters meaningful relationships, and drives organizational success.

Q: Do you believe workplace health policies should be adjusted separately for men and women, considering their unique health needs and perspectives?

I think our workplace health and policy frameworks require updating, especially regarding health perception. In addition to maternity leave rules, women should have access to health coaches for preventive care.

Currently, most policies are reactive, like sick leave or insurance after falling ill. We need proactive policies for early intervention and prevention, whether it's for mental or physical health issues.

Take, for example, the pressure on parents of differently-abled children or the unequal burden on women due to extended maternity leave. Equalizing parental leave for both genders could help balance responsibilities.

Moreover, women facing infertility or miscarriages often lack support. Similarly, caregivers of critically ill loved ones face immense stress without adequate assistance. These aspects of human life are often overlooked in workplace policies.

We need holistic approaches that consider the whole person, providing practical support beyond gym memberships, like access to caregivers or flexible work arrangements.

Q: Would focusing policies on community needs rather than strict policy decisions help solve many problems by making people feel more comfortable and supported?

Changing perspectives on sickness and productivity is crucial. For instance, someone might take a sick day for a mild cold but hesitate to do so for extreme anxiety.

Creating a non-judgmental environment allows people to openly discuss their mental health issues without fear. Additionally, accepting differences, such as standing during meetings due to ADHD rather than sitting quietly, can enhance productivity.

Instead of rigid categories like "sick," we should embrace individual needs and redefine what it means to be productive.

Q: Do you think we focus more on the process or the outcome?

Well, we often start by focusing on the process, making sure we have a structured approach. But it's natural that we end up chasing specific outcomes.

Sometimes, though, these outcomes might not consider everyone's needs. Like when we set up rules or policies, we try to include everyone, but we might lose sight of what we initially wanted to achieve.

So, outcomes are really helpful in showing us if we're successful, but only when they match up with a good process. If we're not getting the results we want, it might be time to tweak the process to get the outcomes we're aiming for, and not the other way around.

Q: What are the main health concerns, including mental health, for women and overall in the workplace over the next five years?

I think the inability to effectively manage pressure often leads to increased stress, anxiety, and panic attacks, especially after the COVID-19 pandemic.

Unfortunately, the rising levels of anxiety are not receiving proper attention or intervention. Without strong measures to address this issue and normalize discussions about mental health, these challenges will likely continue to escalate.

As stress increases, so does anxiety, impacting different parts of life, including work. Unfortunately, there's not enough focus on this important problem right now.